The art of giving feedback continues to challenge many professionals and organizations. The root cause remains simple. Giving constructive feedback is hard; receiving it is even more difficult.
Most companies rely on traditional performance evaluation practices that are viewed by employees as a tool for management and human resources and not necessarily for the true betterment of individual employees. Forced compliance and the potential for conflicts of interest weaken the quality of feedback received during review sessions. The status quo of conducting performance evaluation is irrelevant in today’s fast-changing work environment. Feedback provided to the employee is often viewed as low-impact and nonactionable.